OKR Insights

Strategy meets Execution

Not every team that decides to implement OKRs will succeed in doing so. We, at Gtmhub – just as other vendors – will give advice and point out solutions, but the fact is that OKRs are not a right fit for every team. In this post we will share what we’ve learned over the years working

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Why do OKRs fail?

Start with OKRs

Originally developed at Intel and now used by companies like Google, Amazon, and Facebook, OKRs have a proven track record of getting results for large-scale enterprises.

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Going Big: OKRs for large businesses

It’s easy to associate OKRs with large companies rather than startups and small businesses. But, as industry guru John Doerr says in Measure What Matters: “At smaller start-ups, where people absolutely need to be pulling in the same direction, OKRs are a survival tool.”

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Getting started with OKRs for small businesses

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Gtmhub raises $120 Million. The largest Series C round of funding in the OKRs software space.


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Gtmhub Raises $120 Million Series C Largest Funding Round in the OKRs Software Space

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See how you can get the power of OKRs for FREE

Gtmhub launches OKRs4All

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Inspired by Objectives and Key Results, Gtmhub's OKR software enables your enterprise to orchestrate strategy and deliver results.

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Product Updates

Here are the new product updates that happened in September. Hop on the feature release train and enjoy the ride? Key Performance Indicators (KPIs) What’s the one thing that makes progress towards goals tangible? Data. This is why KPIs and OKRs often go hand in hand – you need data to set a strategic plan and determine whether you’re successfully fulfilling it.

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Monthly Product Roundup – KPIs, Tasks on Mobile and Reactions

Voices of OKR

What is critical in poker and OKRs is to conduct an after-action review. Review the reasons why you played the hand or pursued the objective the way you did, make any necessary adjustments and — most important — drive on with confidence.


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OKRs & Texas Hold

OKRs have become highly relevant as organizations are figuring out how to stay aligned while responding to rapid change in the business environment. The goal-setting framework is incredible for staying focused on desired outcomes i.e. results without micromanaging. The caveat though is to avoid the common pitfalls.

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Top 3 most common OKR mistakes

OKRs are about lighting a fire, not filling a to-do list with lots of tasks. If they don’t inspire you when you are creating them, how do you think other people within the organization are going to perceive them? Be honest with each other as a team and do not rush it.

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OKRs are about lighting fires, not filling a task list

Objectives & Key Results (OKRs) are great way to align everyone within an organization and show them not only what to concentrate on in the next quarter, but also how to achieve that carefully laid-out plan. However, the main driver for your success are your actions.

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OKR+A: Focusing on actions to achieve business goals

OKRs are the missing link that turns business value arguments into impact discussions based on measurable data, increasing alignment from Product Vision to business focused execution and with it – success.

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OKRs are the Missing Link between Product Vision and Sprint Goals

With our new product roundup blog series, you will get the chance to see a summary of the best product updates that happened over the past month. Hop on the feature release train and enjoy the ride?

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Monthly Product Roundup: New Home Lists, Revamped Mobile App and KR Timeline

The more that I think about it, the more I suspect that the organizational winners and losers of the next decade will be determined by a few critical factors, most of them having to do with speed of alignment and realignment.

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When Sun Tzu, Peter Drucker, and Andy Grove have coffee

Value! That most inarguable of topics for all modern enterprises – everyone agrees they need to be value-centric, everyone signs up for ‘embedding value in their decision making’, everyone keenly maps out a fancy value tree (maybe virtually these days), and then everyone quietly files that tree away and forgets to go and update it… sound familiar?

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In search of the mysteries of value… a tale of metrics, documents, and adventure!

The textbook answer to “What is the single biggest benefit of OKRs?” would be something along the lines of “marrying strategy to execution,” but I believe the true business value is even more simplistic: course correction.

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What is the single biggest benefit of OKRs?

Tim Meinhardt is the CEO of Atruity – a trusted OKR consultancy located in the Washington DC area. In this Voices of OKR feature Tim provides expert tips on successful OKRs deployment.

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Top 5 tips for successful OKR implementation

Tim Whitmire is the founder of CXN Advisory, where he coaches executives on strategy, goal setting, alignment and execution. He is the co-founder of F3 Nation and co-author, with David Redding, of Freed to Lead: F3 and the Unshackling of the Modern-day Warrior. In this Voices of OKR feature Tim busts the myth of reaching a plateau when using OKRs.

OKRs, “Fat Pants” & the Plateau myth

Creating objectives for your employees, teams, and organization is critical for success. It ensures that everyone is aligned and working towards a common goal. Moreover, it encourages accountability, ownership, and transparency — ultimately helping you find success in your <a href="https://gtmhub.com/resources/articles/strategy-execution" target="_blank" rel="noopener noreferrer">strategy execution</a>.There are multiple <a href="https://gtmhub.com/resources/articles/goal-setting" target="_blank" rel="noopener noreferrer">goal-setting</a> frameworks you can use to manage this process – two of which are OKRs and MBOs. These are designed to track, manage, and evaluate your business outputs. In this article, we’ll dive into OKRs vs. MBOs to help you understand the right goal management approach for you.

Objectives and Key Results (OKRs) refer to a goal-setting methodology that facilities internal alignment and measurability across your organization. This framework is made up of two parts:&nbsp;

<ul>
 <li>
 
 Objectives
 
 : succinct, qualitative descriptions of what you’re trying to achieve
 </li>
 <li>
 
 Key results
 
 : quantitative metrics that allow you to track progress towards your objective
 </li>
</ul>

 &nbsp;

<hr />

 Learn more in our article
 <a href="https://gtmhub.com/resources/articles/okr-meaning" target="_blank" rel="noopener noreferrer">
 What are OKRs? Objectives and Key Results Explained
 </a>
 .

<figure class="image image-style-align-center image_resized" style="width:50%;">
 <a href="https://gtmhub.com/resources/articles/okr-meaning" target="_blank" rel="noopener noreferrer">
 <img src="https://res.cloudinary.com/gtmhub/image/upload/v1656589540/What_are_OK_Rs_2018d27d84.png" sizes="(max-width: 991px) 100vw, 65vw" srcset="https://res.cloudinary.com/gtmhub/image/upload/f_auto,q_auto,w_256/v1656589540/What_are_OK_Rs_2018d27d84.png 256w,https://res.cloudinary.com/gtmhub/image/upload/f_auto,q_auto,w_512/v1656589540/What_are_OK_Rs_2018d27d84.png 512w,https://res.cloudinary.com/gtmhub/image/upload/f_auto,q_auto,w_768/v1656589540/What_are_OK_Rs_2018d27d84.png 768w,https://res.cloudinary.com/gtmhub/image/upload/f_auto,q_auto,w_1024/v1656589540/What_are_OK_Rs_2018d27d84.png 1024w" loading="lazy" />
 </a>
</figure>
<hr />

 &nbsp;

Management by Objectives (MBO) is a methodology for improving organizational performance. It’s based on a top-down approach, where top company goals are used to establish employees’ objectives. Essentially, you use MBOs to set the overarching company objectives and see how individual employees contribute to the organization’s primary goal.

According to Andy Grove’s book, Measure What Matters, Peter Drucker developed MBOs in the 1950s. The rationale behind this methodology is that when people choose their own course of action, they are more likely to see it through. The MBO framework has been popular with many large corporations, including Hewlett-Packard and Intel.&nbsp;In turn, OKRs evolved from MBOs. OKRs were designed to offer more clarity on goals by clearly outlining how the company defines success. Developed by Andy Grove and John Doerr in the 1970s, OKRs help teams and organizations reach their goals using identifiable and measurable results. By design, the OKR framework is a standard that should be adopted by the entire company, giving individuals a shared purpose and creating alignment across teams. &nbsp;<hr>See how your teams can use OKRs for alignment.&nbsp;<figure class="media"><div data-oembed-url="https://www.youtube.com/watch?v=FHL1QfPPY-o"><div style="position: relative; padding-bottom: 100%; height: 0; padding-bottom: 56.2493%;"><iframe src="https://www.youtube.com/embed/FHL1QfPPY-o" style="position: absolute; width: 100%; height: 100%; top: 0; left: 0;" frameborder="0" allow="autoplay; encrypted-media" allowfullscreen=""></iframe></div></div></figure><hr>&nbsp;The key similarity between OKRs and MBOs is the use of objectives, where both frameworks set up a primary goal for the company or team. Yet, while these two goal-setting frameworks share this similarity, they’re vastly different in structure, orientation, and implementation.&nbsp;&nbsp;

<h3>
 Goal structure
</h3>

 
 Strategy&nbsp;&nbsp;&nbsp;&nbsp;
 


 While both MBOs and OKRs use detailed objectives, OKRs further outline the measurable tasks that contribute to these objectives. This tactical approach to OKRs is built into the framework, while MBOs are typically limited to setting higher-level ambitions without actionability.


 
 Scope&nbsp;&nbsp;&nbsp;&nbsp;
 


 MBOs aim for 100% objective completion, while OKRs aim for 60-80%. This confirms that OKRs encourage more ambitious and innovative goals than MBOs.


 
 Metrics&nbsp;&nbsp;&nbsp;&nbsp;
 


 The analysis of MBOs can either be qualitative or quantitative, while the analysis of OKRs is always quantitative. This leaves no room for ambiguity when gauging the success or failure of your OKRs. Yet, using
 <a href="https://gtmhub.com/resources/articles/okr-software-buyers-guide" target="_blank" rel="noopener noreferrer">
 OKR software suitable to your business
 </a>
 , you can obtain qualitative feedback on OKR progress. Such platforms can offer additional anecdotal feedback and analysis alongside numerical performance measures.


 &nbsp;

<h3>
 Goal orientation
</h3>

 
 Individual vs. team&nbsp;&nbsp;&nbsp;&nbsp;
 


 MBOs are assigned to individuals, while OKRs are distributed among teams. While there’s usually a main lead and contributor for key results, OKRs focus on promoting a team mentality and mutual success throughout teams.


 
 Confidential vs. public&nbsp;&nbsp;&nbsp;&nbsp;
 


 MBOs are discussed between employees and their managers, while OKRs are discussed openly throughout your business. As such, OKRs are more solution-oriented as they improve collaboration within and across teams.


 
 Relationship to compensation&nbsp;&nbsp;&nbsp;&nbsp;
 


 MBO performance tends to affect employees’ paychecks while
 <a href="https://gtmhub.com/resources/articles/okr-performance-management" target="_blank" rel="noopener noreferrer">
 OKR performance
 </a>
 does not. OKRs emphasize company goals and how each employee contributes to these goals, encouraging performance evaluations to be kept separate from OKRs.


 &nbsp;

<h3>
 Goal implementation
</h3>

 
 Schedules&nbsp;&nbsp;&nbsp;&nbsp;
 


 While you typically
 <a href="https://gtmhub.com/resources/articles/how-to-write-okrs" target="_blank" rel="noopener noreferrer">
 write OKRs
 </a>
 for a given quarter (and sometimes monthly or yearly), MBOs are traditionally set annually. The risk with MBOs’ annual timeline is that priorities shift or MBOs lose importance, resulting in a lack of focus.


 
 Dialogue&nbsp;&nbsp;&nbsp;&nbsp;
 


 An MBO’s status updates are communicated in isolation between manager and employee. Contrastingly, OKR status updates are shared openly among teams, with transparent discussions ensuring goal achievement is paramount to your company’s culture.


 
 Revision&nbsp;&nbsp;&nbsp;&nbsp;
 


 MBOs are set at the beginning of a cycle and remain static. On the other hand, OKRs – particularly key results – are subject to revision if teams see fit. OKRs promote an agile approach to problem-solving by encouraging you to review the ongoing success of chosen methods.


 &nbsp;


 For a quick overview of OKRs vs. MBOs, here’s a table highlighting the main differences between OKRs and MBOs:


 &nbsp;

<figure class="image image-style-align-center image_resized" style="width:75%;">
 <img src="https://res.cloudinary.com/gtmhub/image/upload/v1657280113/MBO_vs_OK_Rs_differences_fef1111a8d.jpg" alt="mbo vs okr differences" srcset="https://res.cloudinary.com/gtmhub/image/upload/f_auto,q_auto,w_256/v1657280113/MBO_vs_OK_Rs_differences_fef1111a8d.jpg 256w,https://res.cloudinary.com/gtmhub/image/upload/f_auto,q_auto,w_512/v1657280113/MBO_vs_OK_Rs_differences_fef1111a8d.jpg 512w,https://res.cloudinary.com/gtmhub/image/upload/f_auto,q_auto,w_768/v1657280113/MBO_vs_OK_Rs_differences_fef1111a8d.jpg 768w,https://res.cloudinary.com/gtmhub/image/upload/f_auto,q_auto,w_1024/v1657280113/MBO_vs_OK_Rs_differences_fef1111a8d.jpg 1024w" sizes="100vw" loading="lazy" />
</figure>

&nbsp;Knowing the advantages and disadvantages of OKRs and MBOs can help you understand which of these goal-setting frameworks is best suited for your organization. Let's glance over these below.&nbsp;


 &nbsp;

<h3 style="margin-left:0px;">
 Pros and cons of OKRs
</h3>
<h4 style="margin-left:0px;">
 Pros&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;
 
 &nbsp;&nbsp;&nbsp;&nbsp;
 
</h4>
<ul>
 <li>
 Enable quick goal setup&nbsp;
 </li>
 <li>
 Provide flexibility and agility&nbsp;
 </li>
 <li>
 Inspire innovation and creative problem solving&nbsp; &nbsp;
 </li>
 <li>
 Encourage collaboration, alignment, and transparency across teams&nbsp;
 </li>
</ul>
<h4 style="margin-left:0px;">
 Cons &nbsp;&nbsp;&nbsp;&nbsp;
 
 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;
 
</h4>
<ul>
 <li>
 Require ongoing check-ins to yield results&nbsp;
 </li>
 <li>
 Need to be consistently updated to fit changing environments&nbsp;
 </li>
 <li>
 Entail training programs and experienced staff to be effective&nbsp;
 </li>
</ul>
<h3 style="margin-left:0px;">
 &nbsp;
</h3>
<h3 style="margin-left:0px;">
 Pros and Cons of MBOs&nbsp;
</h3>
<h4 style="margin-left:0px;">
 Pros&nbsp;
 
 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;
 
</h4>
<ul>
 <li>
 Establish defined roles for employees&nbsp;
 </li>
 <li>
 Encourage employees to be committed and proactive&nbsp;&nbsp;
 </li>
 <li>
 Improve rapport between managers and employees&nbsp;&nbsp;
 </li>
</ul>
<h4 style="margin-left:0px;">
 Cons&nbsp;
 
 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;
 
</h4>
<ul>
 <li>
 Remain inflexible to changing circumstances&nbsp;
 </li>
 <li>
 Need skilled managers to be successful&nbsp;
 </li>
 <li>
 Require long-term commitment to be effective&nbsp;
 </li>
</ul>
<figure class="image image-style-align-center image_resized" style="width:75%;">
 <img src="https://res.cloudinary.com/gtmhub/image/upload/v1660216656/OK_Rs_vs_MB_Os_2_7895f8d05e.jpg" alt="okrs vs mbos pros and cons" srcset="https://res.cloudinary.com/gtmhub/image/upload/f_auto,q_auto,w_256/v1660216656/OK_Rs_vs_MB_Os_2_7895f8d05e.jpg 256w,https://res.cloudinary.com/gtmhub/image/upload/f_auto,q_auto,w_512/v1660216656/OK_Rs_vs_MB_Os_2_7895f8d05e.jpg 512w,https://res.cloudinary.com/gtmhub/image/upload/f_auto,q_auto,w_768/v1660216656/OK_Rs_vs_MB_Os_2_7895f8d05e.jpg 768w,https://res.cloudinary.com/gtmhub/image/upload/f_auto,q_auto,w_1024/v1660216656/OK_Rs_vs_MB_Os_2_7895f8d05e.jpg 1024w" sizes="100vw" loading="lazy" />
</figure>
<figure class="image image-style-align-center image_resized" style="width:75%;">
 <img />
</figure>

To give you an example of the differences between an MBO and an OKR in real life, here are <a href="https://gtmhub.com/resources/articles/okr-examples" target="_blank" rel="noopener noreferrer">a few examples of OKRs</a> vs. MBOs in different departments.&nbsp;<h3>Marketing&nbsp;</h3>Marketing MBO example<ul><li>Ensure the company meets the revenue targets</li></ul>Marketing OKR example<ul><li>Objective: Ensure the company meets the revenue targets</li><li>Key result 1: Increase new inbound sales from $25k to $50k per month</li><li>Key result 2: Attract 500 new marketing qualified leads</li><li>Key result 3: Attract 100 new marketing qualified leads from EMEA</li><li>Key result 4: Generate &gt;$30M in new qualified pipeline from Marketing sourced leads</li><li>Key result 5: Document and implement the new Account Based Marketing (ABM) process</li></ul>&nbsp;See more<a href="https://gtmhub.com/resources/articles/marketing-okrs" target="_blank" rel="noopener noreferrer"> marketing OKR examples</a>.<hr>&nbsp;<h3>Product management</h3>Product management MBO example<ul><li>Successfully launch the new product</li></ul>Product management OKR example<ul><li>Objective: Successfully launch the new product</li><li>Key result 1: Conduct 30 customer development interviews</li><li>Key result 2: Review 10 usage videos via UserTesting.com and summarize it internally</li><li>Key result 3: Do 2 training sessions on the new product for Marketing and Sales teams</li><li>Key result 4: Review 15 customer requirements documents from Product Marketing</li></ul>&nbsp;See more<a href="https://gtmhub.com/resources/articles/product-management-okrs" target="_blank" rel="noopener noreferrer"> product management OKR examples</a>.<hr><h3>&nbsp;</h3><h3>Human Resources (HR)</h3>HR MBO example<ul><li>Establish a more inclusive workplace</li></ul>HR OKR example<ul><li>Objective: Establish a more inclusive workplace</li><li>Key result 1: Create a <a href="https://gtmhub.com/resources/articles/diversity-equity-inclusion" target="_blank" rel="noopener noreferrer">diversity, equity, and inclusion (DE&amp;I)</a> plan</li><li>Key result 2: Hold one training session on diversity, equity, and inclusion with an attendance rate of 100%</li><li>Key result 3: Hire 2 diverse employees in 3 departments</li></ul>&nbsp;See more<a href="https://gtmhub.com/resources/articles/human-resources-okrs" target="_blank" rel="noopener noreferrer"> HR OKR examples</a>.<hr><h3>&nbsp;</h3><h3>Engineering</h3>Engineering MBO example<ul><li>Improve the quality of our product</li></ul>Engineering OKR example<ul><li>Objective: Improve the quality of our product</li><li>Key result 1: Reduce the average number of new bug reports from 72 per month to 60 per month</li><li>Key result 2: Increase the crash-free ratio from 96% to 99% for the new release</li><li>Key result 3: Reduce average QA rejections per-feature from 1.7 to 1.0</li><li>Key result 4: Increase code coverage from 35% to 50%</li></ul>&nbsp;See more<a href="https://gtmhub.com/resources/articles/engineering-okrs" target="_blank" rel="noopener noreferrer"> engineering OKR examples</a>.<hr><h3>&nbsp;</h3><h3>Sales</h3>Sales MBO example<ul><li>Grow sales in the European market</li></ul>Sales OKR example<ul><li>Objective: Grow sales in the European market</li><li>Key result 1: Increase SQLs in the European market by 20%</li><li>Key result 2: Create three new sales training programs</li><li>Key result 3: Increase sales in the European market by 15%</li></ul>&nbsp;See more<a href="https://gtmhub.com/resources/articles/sales-okrs" target="_blank" rel="noopener noreferrer"> sales OKR examples</a>.

OKRs and MBOs are both robust goal-setting methodologies. Yet, many differences arise when looking at the features of OKRs vs. MBOs. While they both use objectives as a North Star, the OKR methodology takes a more granular look at what you need to do to achieve ambitious objectives, pinpointing actionable steps towards success. Additionally, OKRs’ broader scope and transparent progress metrics ensure alignment and visibility across your teams. Their flexibility in updating KRs further ensures you aren’t tied down to irrelevant goals.&nbsp;As such, the discussion of OKRs vs. MBOs boils down to differences in depth, actionability, and measurability. All in all, OKRs offer a more timely, comprehensive, and quantifiable approach to goal-setting than MBOs.&nbsp;&nbsp;<hr>At Gtmhub, we’re committed to helping you bridge the gap between strategy and execution. Inspired by the Objectives and Key Results (OKR) methodology, our platform is designed to help you align your teams, improve focus and foster transparency.&nbsp;Quick-start your OKR journey with ready-to-go OKR templates from our <a href="https://marketplace.gtmhub.com/marketplace" target="_blank" rel="noopener noreferrer">Marketplace</a> or connect with 160+ <a href="https://gtmhub.com/integrations" target="_blank" rel="noopener noreferrer">Integrations</a> to update your OKRs and KPIs automatically to easily make data-driven decisions with our customizable Insights and Dashboards.&nbsp;Ready to achieve your most ambitious goals? <a href="https://gtmhub.com/signup?planId=gtmhub-summit-e-np-annual&amp;edition=gtmhub-summit" target="_blank" rel="noopener noreferrer">Start a free trial</a> today or <a href="https://gtmhub.com/demo" target="_blank" rel="noopener noreferrer">book a demo</a> to see Gtmhub in action.&nbsp;

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Goal Setting Guide: The 7 Steps to Effective Goal Setting

MBO vs. OKR: What's the Difference?

Dan Montgomery is the Founder and Managing Director of Agile Strategies – a leading OKR consultancy based in Boulder, Colorado. He is also the author of Start Less, Finish More: Building Strategic Agility with Objectives and Key Results. In this Voices of OKR feature Dan talks about the history of OKRs and how they differ from their predecessor, MBO

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What’s the difference between OKRs and MBO?

We have successfully delivered 47 significant releases in Q2. In Q3 we will continue delivering what matters to you.


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Gtmhub Q3 2020 Product Roadmap

It may not be evident at first sight, but something both OKRs and Agile methodologies have in common is the goal to bridge the gap between strategy and execution and improve adaptability. With that in mind, there are ways you can leverage best practices from both methodologies to accelerate progress.

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OKRsAgile@2x.png

How OKRs & Agile methodologies work together

You’ve just discovered OKRs. But how do you start? All the information, resources and rules for implementation might overwhelm you. And what if you’re one of those who quickly figure out how to start but have a tough time really mastering this powerful goal-setting methodology? Do not despair! The key is to follow OKRs best practices.

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Follow best practices with our OKR-design score

In the “A tale of two kings” series, we aim to provide thought-provoking insights into goal setting and compare OKRs to alternative methods. In the first part, we’re going to explore what OKRs and 4DX are and how are they different from each other.

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A tale of two kings: OKRs vs. 4DX

Our new Codeless Insights will take the code-heavy burden off your shoulders – you now need zero coding skills to generate valuable business insights and track your progress. You can use a query builder to get the exact Insight you need, and your data-fueled metrics will then be visualized with automatic UI.

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Effortlessly extract OKRs data with our Codeless insights

There’s now a way for teams to see the big picture and know how exactly what they bring on board. Gtmhub now allows users to choose a different way for objective progress calculation – you will now be able to measure higher-level objective progress based on all aligned sub-objectives.

Measure contribution with our Custom calculation of Objective progress

Blog.

Why do OKRs fail?

Going Big: OKRs for large businesses

Getting started with OKRs for small businesses

Gtmhub Raises $120 Million Series C Largest Funding Round in the OKRs Software Space

Monthly Product Roundup – KPIs, Tasks on Mobile and Reactions

OKRs & Texas Hold

Top 3 most common OKR mistakes

OKRs are about lighting fires, not filling a task list

OKR+A: Focusing on actions to achieve business goals

OKRs are the Missing Link between Product Vision and Sprint Goals

Monthly Product Roundup: New Home Lists, Revamped Mobile App and KR Timeline

When Sun Tzu, Peter Drucker, and Andy Grove have coffee

In search of the mysteries of value… a tale of metrics, documents, and adventure!

What is the single biggest benefit of OKRs?

Top 5 tips for successful OKR implementation

OKRs, “Fat Pants” & the Plateau myth

What’s the difference between OKRs and MBO?

Gtmhub Q3 2020 Product Roadmap

How OKRs & Agile methodologies work together

Follow best practices with our OKR-design score

A tale of two kings: OKRs vs. 4DX

Effortlessly extract OKRs data with our Codeless insights

Measure contribution with our Custom calculation of Objective progress

Gtmhub brings data-driven OKR platform to channel partners

Stay on top of your OKRs with MS Teams and Slack notifications

Leverage the power of OKRs: Gtmhub’s Scale plan

Dreams with Deadlines

Improve OKRs reporting with our Custom Fields for teams & users

Keep track of changes with our Insights versions

This just in: Gtmhub is now SOC 2 compliant

Be easily recognized with our Customizable team avatars

Installing Insights from the Gtmhub Marketplace

Sharing your OKRs data as a PDF

Tracking progress with Delta Values